Slim Lambert

 360 degrees feedback, using only interviews. You avoid translating behaviors into often meaningless or absurd numbers. You avoid that the feedback covers a lot of things and therefore not really anything in-depth or priorities. Feedback givers get help to finalize and formulate their feedback. You get 1 hour of the feedback giver’s full attention instead of 10 min since there is no online survey. You get more solutions and less complaining. You get a really neutral expert that only does 360 feedbacks.

 Act as a thought leader for HR strategies.  Establish a Center of Excellence (CoE).  Design and facilitate customized workshops / interventions / training, /peer-to-peer coaching event.  Establish an HR Business Partner organization.  Develop a collaborative, productive and engaging Finance function.  Identify successors to leaders.  Advise on organizational design choices.

 Deliver executive assessments, executive coaching and on-boarding, high-potential identification of C-Suite and business / function leaders, at global organizations  Head of Leadership Development and Reorganization Manager (interim).  Guide and equip Talent management VPs/Directors.

 Lead as a Change program manager for the IT function (2000 employees).  Lead as a Change program manager, to build a Collaborative culture.  Lead as Group Talent head, to design and roll-out a new Talent management system.  Ensure appropriate talent management of Top / Seniors executives.  Assure the successful communication and roll out of HR programs for the global organization.

 Design and deliver training programs for the Corporate university, for managers, leaders, high-potentials and project managers.  Design and deliver teambuilding and problem-solving workshops.  Coach executives and high-potentials.

 Partner with leaders and their teams to define and execute HR strategies that enable accomplishment of business objectives.  Offer guidance and advice on operational HR activities in accordance with the local and regional policies and procedures and employment legislation and guide teams to regional/local HR support.  Recruitment and selection of key persons.  Set up competitive C&B structure.